Understanding Issues in Organizational Behavior
Non-monetary incentives can be effective in relieving stress, depending on the origin of the stress. Employees that have money-related stress are not likely to respond as positively to non-monetary incentives, but other employees can find them rewarding if they are appropriate to their interests and needs.
Employee motivation is key to organizational performance. Demotivated employees do not work as hard, are less concerned about the quality and accuracy of their work, and can cause other employees to become demotivated as well, producing a negative work environment. Motivated employees, on the other hand, not only enjoy their work and communicate their enjoyment infectiously, they want to do a good job.
The importance of a culturally diverse workforce can be measured both internally and externally to the company. Internally, diversity promotes a richer composite of talent and perspectives from which to draw new and effective ideas:
No longer dominated by a homogenous group of white males, available talent is now overwhelmingly represented by people from a vast array of backgrounds and life experiences. Competitive companies cannot allow discriminatory preferences and practices to impede them from attracting the best available talent within that pool (McInnes).
Externally to the company, presenting a diverse face to the community means that no matter who the customer is, he or she can find someone of like background within the company. This induces a level of trust and comfort that maximizes customer satisfaction and benefits business. Works Cited
McInnes, R. Workforce Diversity: Changing the Way You Do Business. Diversity World. ...